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Published

2023-08-03

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Vol. 8 No. 2 (2023)

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Review Articles

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How to Cite

Awalluddin, M. A., & Maznorbalia, A. S. (2023). A systematic literature review of the preferred organizational conflict management styles in Malaysia. Environment and Social Psychology, 8(2). https://doi.org/10.54517/esp.v8i2.1597

A systematic literature review of the preferred organizational conflict management styles in Malaysia

Muhammad Aiman Awalluddin

Faculty of Administrative Science and Policy Studies, Universiti Teknologi MARA Seremban

Anisa Safiah Maznorbalia

Faculty of Business and Finance, Universiti Tunku Abdul Rahman


DOI: https://doi.org/10.54517/esp.v8i2.1597


Keywords: organizational conflict, conflict management, organization performance, workplace, Malaysia

Abstract

Conflict is considered an inevitable aspect of human social relationships and an inevitable and significant occurrence in all organizations. This study will review the literature on preference conflict organizational management style in Malaysia. From 2013 to February 2023, a systematic examination of the three most databases was conducted. Articles from peer-reviewed journals that examine conflict management styles in Malaysia and are consistent with the theory of conflict management style were included to achieve the research goals. The reviewers independently applied the selected criteria, extracted the data, and evaluated the quality of the study. Eleven of the 635 studies discovered met the inclusion requirements. The findings indicate that Malaysia’s preferred management style is integrative and compromising. However, if the organization’s demographics are multicultural, Malaysians tend to employ a conflict-avoidance style to avoid significant conflicts. Depending on the circumstances, the research indicates that Malaysians are pacifists and fighters in conflicts threatening their well-being. They attempt to become more respectful while maintaining positive relationships with all parties involved. The study provides several significant contributions for practical purposes and knowledge to interested parties, such as managers and organizational leaders, in determining the best practice for conflict resolution. Further research is required to investigate the state of the employee-employer relationship following the implementation of the proposed conflict resolution style.

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